Post on 26-Jun-2018
transcript
CONTRACT SUMMARY: HOURLY WORKERSNOVEMBER 2015
H I G H L I G H T S
The 2015 UAW-Ford National Negotiating Committee
Brothers and Sisters:
We are extremely proud of the tentative agreement that your UAW-Ford National Negotiating Committee was able to win for our members. We came to these negotiations
growth.
all members. This is a tremendous victory for In-Progression members as they now share the same plan as Traditional workers.
recently announced plans to move some production to Mexico. We have learned from
and income security throughout the life of the agreement.
progression plan that eliminates the tiered pay system as we know it. Under this
face of hardline negotiators at the company. We know that no one has more invested in
company time and again that our members deserve to share in its success. It was an honor to serve you at the bargaining table. This document summarizes the
Dennis Williams, President Jimmy Settles, Vice PresidentUAW Ford Department
Less than 27.585 $0.82527.585 27.745 $0.83027.750 27.915 $0.83527.920 28.080 $0.84028.085 28.245 $0.84528.250 28.415 $0.85028.420 28.580 $0.85528.585 28.745 $0.86028.750 28.915 $0.86528.920 29.080 $0.87029.085 29.245 $0.87529.250 29.415 $0.88029.420 29.580 $0.88529.585 29.745 $0.89029.750 29.915 $0.89529.920 30.080 $0.90030.085 30.245 $0.90530.250 30.415 $0.91030.420 30.580 $0.91530.585 30.745 $0.92030.750 30.915 $0.92530.920 31.080 $0.93031.085 31.245 $0.93531.250 31.415 $0.94031.420 31.580 $0.94531.585 31.745 $0.95031.750 31.915 $0.95531.920 32.080 $0.96032.085 32.245 $0.96532.250 32.415 $0.97032.420 32.580 $0.97532.585 32.745 $0.98032.750 32.915 $0.98532.920 33.080 $0.99033.085 33.245 $0.99533.250 33.415 $1.00033.420 33.580 $1.00533.585 33.745 $1.01033.750 33.915 $1.01533.920 34.080 $1.02034.085 34.245 $1.02534.250 34.415 $1.03034.420 34.580 $1.03534.585 34.745 $1.04034.750 34.915 $1.04534.920 35.080 $1.05035.085 35.245 $1.05535.250 35.415 $1.06035.420 35.580 $1.06535.585 35.745 $1.07035.750 35.915 $1.07535.920 36.080 $1.08036.085 36.245 $1.08536.250 36.415 $1.09036.420 36.580 $1.09536.585 36.745 $1.10036.750 36.915 $1.10536.920 37.080 $1.11037.085 37.245 $1.11537.250 37.415 $1.12037.420 37.580 $1.12537.585 37.745 $1.13037.750 37.915 $1.13537.920 38.080 $1.14038.085 38.245 $1.14538.250 38.415 $1.15038.420 38.580 $1.15538.585 38.745 $1.160
Less than 28.420 $0.85028.420 28.580 $0.85528.585 28.745 $0.86028.750 28.915 $0.86528.920 29.080 $0.87029.085 29.245 $0.87529.250 29.415 $0.88029.420 29.580 $0.88529.585 29.745 $0.89029.750 29.915 $0.89529.920 30.080 $0.90030.085 30.245 $0.90530.250 30.415 $0.91030.420 30.580 $0.91530.585 30.745 $0.92030.750 30.915 $0.92530.920 31.080 $0.93031.085 31.245 $0.93531.250 31.415 $0.94031.420 31.580 $0.94531.585 31.745 $0.95031.750 31.915 $0.95531.920 32.080 $0.96032.085 32.245 $0.96532.250 32.415 $0.97032.420 32.580 $0.97532.585 32.745 $0.98032.750 32.915 $0.98532.920 33.080 $0.99033.085 33.245 $0.99533.250 33.415 $1.00033.420 33.580 $1.00533.585 33.745 $1.01033.750 33.915 $1.01533.920 34.080 $1.02034.085 34.245 $1.02534.250 34.415 $1.03034.420 34.580 $1.03534.585 34.745 $1.04034.750 34.915 $1.04534.920 35.080 $1.05035.085 35.245 $1.05535.250 35.415 $1.06035.420 35.580 $1.06535.585 35.745 $1.07035.750 35.915 $1.07535.920 36.080 $1.08036.085 36.245 $1.08536.250 36.415 $1.09036.420 36.580 $1.09536.585 36.745 $1.10036.750 36.915 $1.10536.920 37.080 $1.11037.085 37.245 $1.11537.250 37.415 $1.12037.420 37.580 $1.12537.585 37.745 $1.13037.750 37.915 $1.13537.920 38.080 $1.14038.085 38.245 $1.14538.250 38.415 $1.15038.420 38.580 $1.15538.585 38.745 $1.16038.750 38.915 $1.16538.920 39.080 $1.17039.085 39.245 $1.17539.250 39.415 $1.18039.240 39.580 $1.185
Traditional workers will receive their
that workers with personalized or red-circled wages rates will also receive the
In addition to the general wage
Due to the extended period of time it took to complete this round of bargain-
wage increases designated as occurring on the effective date of this agreement will be paid retroactively for all hours
These wages are to be paid as soon as practicable but no later than the pay
�ese proposed changes in theproposed agreement will not take e�ect until the tentative agreement is ratied by a majority of our respective membership, and only then on the appropriate dates specied.
�e new agreement, if ratied, willrun for four years and will expire Sept. 14, 2019.
This report describes highlights of the agreement negotiated by the
Committee at Ford.This is a summary of the
tentative agreement. In all cases the actual contract language will apply.
Left: The 2015 Ford National Negotiating Committee was chaired by Bernie Ricke, Local 600, center, and Scott Eskridge, Local 862, left. Anderson Robinson Jr., UAW Local 900, was the recording secretary, right.
Base Wage Increase 3%Signing Bonus $8,500
$1,500
$250TBD March 2016
$1,500 June 2016$2,400 / $2,800*
$250TBD March 2017
$1,500 June 2017Base Wage Increase 3%
$250TBD March 2018
$1,500 June 2018$2,480 / $2,895*
$250TBD March 2019
$1,500 June 2019
Production Wage Increases $10,633
Skilled Wage Increases $12,403
$32,513*Skilled Trades $35,098*
$15.78 $6.72 $31,470$16.66 $7.34 $36,109$17.53 $8.47 $41,870$18.41 $9.59 $48,589$19.28 $56,181
Signing Bonus $8,500$1,500$250TBD March 2016
$1,500 June 2016$250TBD March 2017
$1,500 June 2017$250TBD March 2018
$1,500 June 2018$250TBD March 2019
$1,500 June 2019
$17.00 $18.00 $19.50 $21.00 $22.50 $24.00 $26.00 $28.00 Traditional
Less than
At hire $17.00$18.00$19.50$21.00$22.50$24.00$26.00$28.00
date of this agreement is as follows:
$1,500 June 12, 2016
$1,500 June 11, 2017
$1,500 June 10, 2018
$1,500 June 9, 2019
$8,500
$8,500
$2,000
$250 Dec. 13, 201
$250 Dec. 11, 201
$250 Dec. 10, 201
$250 Dec. 9, 201
Work on a calendar Sunday will be
hours in the work week. This language does not apply to those on Alternative
Those who serve in our armed forces reserves or National Guard will now be paid the difference in their Ford pay from
days.
The company agreed to address the procedure for correcting pay short-ages in excess of four hours. Upon the
processed as either a separate payment or as part of the regular payroll process. The payment will be prepared with normal deductions and either processed via pay card or direct deposit.
8,500 new or secured jobs as a result of$9 billion in investment by the end of the agreement
2020
continues
Plant
continue
product
laser cells
between local union leadership and the company on sourcing issues. Under the
the company to meet with local chair-persons prior to any sourcing action. The company must also provide written
the anticipated action in the regularly scheduled local sourcing meetings.
Union negotiators also won the op-portunity to obtain important supplier information and access to company studies to aid in business case develop-ment for our UAW-Ford facilities.
The UAW won language which strengthens the moratorium on outsourcing and extends the moratorium for a minimum of the
This language protects our members from company-mandated attempts to outsource existing work and
the need for stronger communication
To aid in winning future work for
improved annual training opportunities for our local sourcing representatives. It also won the ability to use supplier
business cases.
In order to permit our veterans to
your negotiating team was able
switched to coincide with the date of the federal holiday.
In-Progression employees to get same health care coverage as Traditional employees
non-experimental allergy testing and immunotherapy services
Continuous Glucose Monitoring
appropriate
immediately following outpatient surgery or diagnostic testing
approved clinical trials now covered
hospital coverage
speech therapy
fees
The generic drug co-pays will now be
bargainers were successful in elimi-
the prescription drug co-pays will not change during the life of the agreement.
the existing tools.
in negotiating an agreement that pre-
-
eligibility period for health care cover-
eliminating the language referring to the seven-month waiting period.
In a continuous effort to enhance
vision surgery.
The parties agree to study and
agreement.
The parties discussed the excise tax to be imposed under the Affordable Care Act on high-cost employer sponsored
voluntarily remain in such a plan where there is an alternative plan available will
-
Seniority members will con-tinue to receive two family days for the life of the 2015 agree-ment.
exceeds the national average of health -
ployers. The ability to keep our bene-
In-Progression employees will be
The three-year waiting period for full
for full vision coverage is eliminated for In-Progression employees.
In-Progression employees will no longer pay annual deductibles and co-
plan does not have the annual out-
coverage.
apply as part of the Traditional cover-
The emergency room co-pay is waived if the patient is admitted to the hospital or observation care. In-Progression employees will also be able to enroll in any of the HMO plans currently avail-able to Traditional members.
continue through the legal transition period.
Coverage was extended to depen--
dent is totally and permanently dis-abled.
-ful in negotiating post-retirement life insurance for skilled trades direct hires and existing new Traditional
employee groups did not receive this
The union negotiated improvementsfor members who have chosen to participate in the optional life program. The maximum amount of coverage
also won premium decreases for all levels of optional life coverage.
which allows for terminally ill employ-ees to access their life insurance prior
employees who are terminally ill or
of the basic life insurance. The maxi-
life combined.
amounts:
Services Plan.
This proposed tentative agreement delivers substantial wage increases for all. But wages are not the only form of compensa-
The bargaining committee also removed the cap
per =
Your bargaining team secured special retirement and separation programs for select eligible skilled trades workers and all other hourly employees. The programs, the Special Retirement Incentive and the Special Termination of Employment Program, will provide gross lump-sum incentive payments of $70,000. Timing of these programs will be determined by the parties.
cap removed, $1,500 early payment
Dues: A constitutional matter
Dues are determined by UAW Constitutional action and are not a
time pay per month.
Return to zone of hire and job security for In-Progression workers among big gains
including former ACH and former temporary workers who elected an out-of-zone opportunity since March
their original zone of hire even if their current facility does not have a surplus
workers may voluntarily elect to be placed on a list to return to their zone of hire. The company will then be
workers before hiring from the street in facilities of that zone.
rights to be restored at the top of the Preferential Placement Hierarchy within
hourly workers.
in winning the following improvements in moving allowances:
be paid over two years instead of three years.
an up-front lump sum.
In-Progression hourly workers who transfer under the Preferential Placement Hierarchy of Appendix
Moving Allowances.
Hourly production workers faced
have an option to bump temporary workers in their same zone rather than
trade workers faced with a mandatory
to a production position while maintain-
Hourly skilled trade workers who
recall rights may be given consideration to be hired back into their trade at
their current location. Negotiators recognized that many of these trades workers were faced with tough decisions during the auto downturn and should receive an opportunity to return to their tools.
and special programs to assist workers
UAW bargaining team fought and won the right for In-Progression hourly
Placement Hierarchy of Appendix N.
Active seniority workers will now have the opportunity to bid on out-of-
as surplus workers at their location.
Entry-level workers hired prior to the effective date of the 2011 UAW-Ford CBA will be converted to New Traditional status upon the effective date of the 2015 UAW-Ford CBA.
$17.00 $1,414.40 $2,263.04 $848.64 $3,394.56 $17,372.16$18.00 $1,497.60 $2,396.16 $898.56 $3,594.24 $17,904.64$19.00 $1,580.80 $2,529.28 $948.48 $3,793.92 $18,437.12$20.00 $1,664.00 $2,662.40 $998.40 $3,993.60 $18,969.60$21.00 $1,747.20 $2,795.52 $1,048.32 $4,193.28 $19,502.08$22.00 $1,830.40 $2,928.64 $1,098.24 $4,392.96 $20,034.56$23.00 $1,913.60 $3,061.76 $1,148.16 $4,592.64 $20,567.04$24.00 $1,996.80 $3,194.88 $1,198.08 $4,792.32 $21,099.52$25.00 $2,080.00 $3,328.00 $1,248.00 $4,992.00 $21,632.00$26.00 $2,163.20 $3,461.12 $1,297.92 $5,191.68 $22,164.48$27.00 $2,246.40 $3,594.24 $1,347.84 $5,391.36 $22,696.96$28.00 $2,329.60 $3,727.36 $1,397.76 $5,591.04 $23,229.44$29.00 $2,412.80 $3,860.48 $1,447.68 $5,790.72 $23,761.92$30.00 $2,496.00 $3,993.60 $1,497.60 $5,990.40 $24,294.40$31.00 $2,579.20 $4,126.72 $1,547.52 $6,190.08 $24,826.88$32.00 $2,662.40 $4,259.84 $1,597.44 $6,389.76 $25,359.36$33.00 $2,745.60 $4,392.96 $1,647.36 $6,589.44 $25,891.84$34.00 $2,828.80 $4,526.08 $1,697.28 $6,789.12 $26,424.32$35.00 $2,912.00 $4,659.20 $1,747.20 $6,988.80 $26,956.80
work week can be found on the table below.
Hourly members will now have the option of depositing their lump-sum
lump sums.
New hires will now be able to imme-diately deposit elective contributions
supplemental contribution from date
-ucation will be provided for new hires during orientation.
The company demanded to drasti-
account may be able to have their repay-ments suspended for up to one year for certain non-military leaves of absence. Interest will continue to accrue and the loan must be repaid within the original repayment period.
-
reinstatement. Bargainers won language that increases this to up to eight years.
the feasibility of adding investment
window and an annuity option.
for employees who are not currently contributing. Auto enroll will apply one
to easily opt-out if they choose not to participate. Affected employees will be
-fore the initial contribution is deducted.
Continued on page 15
imposed several regulatory burdens and
plans adopt language providing for the
below certain thresholds. Hardly
live to the effective retirement date was eliminated for these workers.
Bargainers won an increase in the amount reimbursable for attorney fees for retirees when applying for Social
argued for better communication by the company regarding plan eligibility rules and deadlines. Bargainers also
center and easier retiree access. There is also a commitment from the
service.
Negotiators won an agreement to amend the plan so that certain outside
employment while on disability retire-ment will not affect eligibility.
Those serving our country will now be credited with up to eight years of
Time worked in the prior calendar year will now also be counted toward
year in order to receive credited service while on layoff or company-approved medical leave.
further provides that employers are not
or make pensioners whole for losing out
against such funding-based limitations
and has since pushed employers to take all measures necessary to protect our
In response to the threats to retirement security the PPA poses to
groundbreaking protections for our
new agreement provides that should the pension plan fall below certain funding
accruals or payments of certain types of
company will retroactively restore
to accrue and will make retroactive
that were not permitted.
wages deducted as an elective contribu-
The enrollment includes an automatic
the program at any time.vacation payout if they terminate
older.
Continued from page 14
Improved opportunities for apprentices, tool-and-die investment, outside contracting language, technology, training center
A newly negotiated apprentice eligibility process is designed to greatly improve the opportunities for our members to move into the skilled trades. All members interested in apprenticeship opportunities at their locations may gain entrance into an apprenticeship by completing the
successful completion of accredited classes from local colleges. The National Joint Apprenticeship Committee commits to implementing
current testing program will continue for a short period of time at certain
process is implemented.
An improved method for forecast-ing future apprentice and trade needs was secured by your negotiators. This improvement could result in adding
end of the agreement.
Apprentices and reskillers will now have their tuition and books invoiced
together with no more out-of-pocket costs associated with the rising cost of books and tuition.
not allow for any further skilled
Apprentices and reskillers will be
Tool boxes and tool sets become the
Skilled trades will now have wages paid for testing and travel time.
language improvements include
state or local ordinances in order to
team took on the problem of support
bypassing our trades members by not
developed outside the plant. Our local UAW leadership will now have the opportunity to review the proposed work so the local union can determine if it can perform the work.
Skilled trades workers who hold a
the company facility will receive an
rate of pay as per maintaining compliance
million investment in new process
upgrades at Dearborn Tool and Die to further validate and support die construction.
agreement.
at company facilities for our skilled
million investment.
in capital investments to upgrade and modernize the Technical Training
important to the ongoing viability of the UAW-Ford Apprentice Program.
In an effort to satisfy the increasing technological demands placed upon
secured a commitment that each location will develop a comprehensive training plan that both the company and the union commit to fully supporting.
each location in order to facilitate the development of our skilled trades
repair and robot refurbishment.
and will be launched to all applicable
facilities. The UAW-Ford Technical Training Center has invested in both
modules to conduct this training and the union and company agree is the appropriate location to host the training.
may elect to utilize approved vendor training to certify these electricians.
language has been strengthened and now empowers the team leaders to work with
logistics and schedule preventative maintenance.
that ensures a process will be developed to ensure they and future hourly workers who take Blackbelt training will be
their respective facilities.
when those suppliers perform work. The company will
new language will help ensure that third-party supplier work
Hourly workers understand that our input is invaluable
ensure that we will have a voice and the information we need to
forthe Appendix Q chartering process was included in our contract. The effect of the language is to ensure that elements
underwent Six Sigma Blackbelt training to become problem
Our input strengthened to continue ‘Best in Class’ quality
the utmost priority on your safety
existing programs to help keep you
continued to ensure that many of our health and safety programs and initiatives go beyond what state and
we recognize that we need to be innovators and leaders when it comes to protecting our brothers and sisters.
Negotiators addressed a variety of complex health and safety concerns
work.The bargaining team also made sure
that your voice in health and safety will continue to be recognized through our
initiatives at the local and national levels.
Negotiators won a variety of new
including:
water cross-connection controls.
awareness program.
and safety representatives.
for electrical bonding and grounding
strategies and training will be developed for high-risk tasks in the skilled trades.
Other new programs include:
Bargainers won improvements in language designed to:
portable heater availability. -
-
contingency plans.
designed to update our ergonomic assessment tools to align with new operating patterns.
technologies to enhance issue resolu-
work environments in assembly paint operations.
safety summit through the NJCHS to ensure proper focus is being given to work place safety.
facilities.
New language was won to continue to reduce and or eliminate safety concerns around movement of material.
New language to address ergonomic concerns for operators will be used to
proactive and collaborative forums. The NJCHS
gained broader opportunities to help ensure proper design and implementation of safety standards for the protection of workers.
New language won to ensure forums for
deployment status and input opportunities on safety technologies.
New
and correction of static rack storage concerns through the preventive maintenance process.
Health and safety negotiators responded to the dangers of working
the NJCHS to develop guidelines to assist facilities on controlling remote and isolated tasks.
will be provided the opportunity to work the production line to gain real
processes that impact our members. This will help create processes better suited for ergonomically safe conditions.
Negotiators win improvements and new programsdesigned to protect us on the job
Negotiators won language that will enhance the Manufacturing
safety core team with NJCHS recognition.
demands of launch activities and new language to address rebalancing concerns.
improvements and trends with corporate medical.
Greater emphasis will be placed on ergonomics with the addition of a full-time professional ergonomist to the National Joint Committee on Health and Safety. Having a professional ergonomist on the committee will improve coordination of the program designed to reduce ergonomic stressors.
The National Joint Committee on Health and Safety recognizes the power of positive reinforcement and recognition in reducing workplace
guidelines that plants must follow to utilize positive reinforcement and recognition in safety achievements. Such acknowledgement highlights the value that
must be placed on workforce engagement in building a positive safety culture.
The NJCHS will build on the already successful addition of safety
by engaging in a comprehensive review of their responsibilities and hours needed to perform those duties. Potential opportunities needing more
implemented.
includes ensuring cutting-edge research continues to be utilized in identifying and establishing future health and safety
areas for research include:
workplace fatalities.
exposure assessments and medical surveillance.
continued our long tradition of ensuring that opportunities within the company are open to all workers and that we
of intimidation and harassment. The name of the diversity program will be changed to the UAW-Ford Joint
Inclusion Committees will increase
committee will now meet on a monthly basis and members will have a greater
and respect within the workplace. Members will be paid for attending
Inclusion duties. Committee members
will be encouraged to attend diversity-related conferences.
commitment from the company to discuss ways in which hourly workers can be supported and encouraged to
Groups and activities.
be protected under the contract.
A $2 million
centers over the length of the contract.
as cardio and strength training. Up
to submit a proposal to furnish one. Gym vouchers will be increased by
the need to expand the focus of the
and wellness and won language that
prevention and physical health. New language will include team
Intervention Training.
Bargainers won a commitment
not compromised by using shared
The company and the union will
of working with local child care providers to offer discounts and
as explore other options for child care and elder care issues.
Contractual language strengthened and improved
families need to know as far in advance as possible of the need to work overtime. Bargainers won language
the union the forecasted volume and overtime needs six months after the
line programs.
the company to notify members seven days in advance of mandatory weekend shifts or crews.
In order to meet high customer demand for hot-selling pickup trucks
-tiators bargained to allow up to nine Saturday production shifts for car and truck assembly plants per model year.
company representative in each facility to minimize pay discrepancies for those who work Alternative Work Schedules until more advanced payroll and time-keeping systems can be implemented.
The company will pay members on
their regular hourly rate.
of a schedule bump. At the discretion
the member may work a different scheduled day in the current week to
to another.
In instances when a regularly sched-uled work day for a crew falls on the
scheduled. That means AWS workers
period that traditional scheduled work-
of holidays between Christmas and
will be considered compensable toward AWS base schedule and will count toward all overtime calculations for the hours worked on the aforementioned Saturday and Sunday.
Negotiators won language that com-pels the company to hold early conver-sations with the union about rebalanc-ing work and attempt to identify and address potential issues. These discus-
sions are expected to offer alternative rebalancing solutions and increase the likelihood of a successful rebalance.
to begin with the district committee and
issue and promptly work to resolve it.
The union won a commitment to training from the company for production standards representatives. A training needs survey will be conducted and training will be provided according to needs. The UAW production standards representatives will have access to electronic time studies to enhance their capabilities.
committee was able to get back-up time for those who work traditional
those who work alternative work sched-ules. Premium pay will now be awarded to those who have two start times within
schedule.
faced by AWS workers who are called
-
it is a regular work day.
hired in 2015Traditional production
Year 1 $2,550 $3,150 $4,345
Year 2 $2,700 $3,375 $4,345
Year 3 $2,925 $3,600 $4,476
Year 4 $3,150 $3,900 $4,476
C-Crew annual pay gains from enhanced weekend-day premium
In recognition of the extra burden on C-Crew
premium was added to the C-Crew premium. This adds three hours of straight-time pay for each week
Additional overtime for C-Crew. C-Crew will go from a 10-hour build schedule to a 10.5-hour build schedule.
Development and Training Program
Negotiators recognized the high cost and importance of post-secondary education and were successful in restoring scholarship funds for the dependents of active workers. Under
for courses taken at an accredited institution of higher learning.
-creasing cost of education and won an increase in tuition assistance (ETAP) of $1,000 to $6,000 a year. The text-book reimbursement cap will double to $400 a year.
regionally accredited institutions will
limitations on certain fees such as
Negotiators also won a commitment from the company to review other fees for possible coverage.
will increase by $500 to $2,700
Online classes are now eligible and the
provider list has been expanded. For the
PDA up to $400 a year. Covered fees have been expanded to include testing and licensing.
Workers may use $500 of their PDA allotment for educational enrichment courses at regionally accredited institutions. Courses at nationally or professionally accredited institutions may be approved upon review.
Negotiators obtained a commitment from the company to fund voluntary
for personal interest through PDA.
been increased to $2,000, up from $1,750 a year.
seniority at layoff:
any year rises to $6,000 from $5,250. Books are now covered up to $400 per year. Fee coverage is also improved.
tuition assistance to surviving spouses and dependents of workers who die.
Dependent scholarship returns; tuition assistance increases
related death increases by $10,000 to $30,000
$12,000, up from $5,000
medical leave — either as a result of a work-related incident or not — are now
included workers on active rolls.
The contract had previously been silent on In-Progression employees being eligible for Inactive Worker
able to secure language to ensure that all seniority employees — whether working or laid off — will be eligible for the respective tuition plan funded
Negotiators were successful in gain-ing a commitment from the company for up to eight hours of training for the active workforce that focuses on
automotive industry.
The company agreed to recognize the UAW Chaplaincy
pay to perform chaplaince work.
The bargaining team recognized the need to ensure the company takes input from our members to drive continu-ous improvement in a positive way. Having a voice not only improves our
-curity. To better encourage the progres-sion of the teams and embolden our
company agreed to develop a survey to capture employee feedback. The results will be used to improve our teams and
The negotiators believed it was im-portant to include more clarity on team standards and processes. Bargainers won language that adds the contents of the Continuous Improvement Charter to the collective bargaining agree-ment. Sharing updates and changes to the charter with the local employee resource coordinators and local union leadership would continue.
Under new language won by the
the local level can now be elevated to the national parties for resolution.
The parties recognized that work
facility to facility due to a number
team ratios can now be elevated to the National Continuous Improvement Forum for resolution.
We won a stronger commitment to training for Manufacturing
The company has committed that this training is not to replace
-tion employees will gain enhanced awareness in several areas and be able to bring their areas to a higher
done as expeditiously as possible.
MWG production members will receive $0.50 an hour over their base pay, plus a $600 bonus.
The team leader selection process has
a different selection procedure. Consid-
adhere to local practices.
It came to the attention of the negoti-ators that teams were being left without
was won to identify a process to recog-nize an alternate team leader when and where necessary.
The company has committed to provide team leaders the opportunity
share best practices to improve the business through the establishment of
also won the ability for team leaders to
of issues.
Negotiators fought to remove
our FPS process and convinced the company to move forward based off the success of our membership in North America.
an ongoing issue and your bargainers established a process to escalate these concerns if they cannot be resolved at the local level.
teams and as a support person for Continuous Improvement and FPS
-guage to better protect these positions and identify best practices.
The parties agreed to a new Cost ideas.
This process provides a standard
evaluate and review cost save ideas that could be used to offset the annual tasks.
Gains include more member input; wage increase for MWG members
that gives Ford hourly workers who are on military leave greater se-niority protection than is provided by federal law. Seniority will be
is consecutive. Seniority will also be protected should the military service be involuntarily extended beyond eight years.
The status and rights of temporary
negotiations.
of unexcused absences of full-time employees.
employees may be used during May through September as summer
become In-Progression workers now will receive credit toward all eligibility
temporary worker.
who are employed for a continuous
receive a seniority date backdated to their date of hire.
Ford Collective Bargaining Agreement will receive a wage increase based upon their months of service. See the table below.
-
temporary workers consideration
a temporary worker for full-time employment prior to Ford hiring from the street.
temporary workers shall be laid
temporary worker.
Less than 1 $17.00 $15.781 < 2 $18.00 $16.662 < 3 $19.50 $17.533 < 4 $21.00 $18.41
$22.50 $19.28
Negotiators won a more
the Maintenance General Plant
facilities. Workers who passed the former assessment and are on the
on the tested list at a facility with an opening.
a local posting process within that facility. Candidates will be selected based on merit and ability through a pass-or-fail interview process. The selection will be made in seniority order from the candidates who passed the interview process.
chairperson will be present during the interview.
disciplinary time off may use prescheduled overtime or holiday work of at least eight hours or more to cover their disciplinary time off. In no case may members
the National Attendance Program mandates.
The company will provide a more secure method in furnishing
-
information was made available on diskette or magnetic tape and hand
will be transmitted electronically in a secure format compatible with local union software.
The Monday following
holiday.
recognized that community outreach is a cornerstone of the UAW and were successful in securing language that enables the UAW-Ford Community Service Department to continue
endeavors.
The UAW National Ford Department successfully resisted company efforts to hire temporary employees without mutual agreement. We maintained language requiring that the utilization of temporary workers must be mutually agreed upon and subject to cancellation if misused.
repeatedly expressed concerns over
Sterling and Woodhaven Stamping facilities operating. These facilities make products that compete directly
suppliers. The special status of Ster-
To ensure that current UAW mem-bers can continue to work at these
continue operating and actively seeking
a new competitive rate structure. Through this agreement we were
able to insource new hot-stamped safety-related products into the Woodhaven Stamping Plant. These new products will be assigned to a new department in the plant. This insourcing and the related investment are contingent on the new hot-stamping
Sterling Axle pay progression. This progression would apply only to the
new hot-stamping operation and not to the entire Woodhaven facility.
plants your bargaining committee reached the following agreement with the Ford Motor Company:
-
department in Woodhaven Stamping facility that uses a new technology – boron nitride hot stamping – to make safety related stamped parts.
-
at these facilities will be eligible for
opportunities.
will have the opportunity to bid into
-
newly hired employees at the Wood-haven Hot Metal Forming facility shall be paid according to the tables below.
as shown below:
Less than 1 Year $16.251 < 2 Years $17.162 < 3 Years $18.063 < 4 Years $18. 6
$19.86
anniversary date of the agreement in
three locations after the effective date of the new agreement shall be paid at the following rates:
Less than 1 Year $16.251 < 2 Years $17.162 < 3 Years $18.063 < 4 Years $18. 6
$19.86
succeeded in negotiating a new -
istered by union and company
start immediately upon regulatory approvals.
surviving spouses.
plan include a variety of legal
wills and handling residential real estate matters including
uncontested legal matters and
the plan covers assistance
Security Disability program has been expanded to include UAW-represented retirees.
The Advanced Manufacturing Department was renamed the
Intelligence Department to re-
analysis of the global automotive industry. The department will add an industry analyst and will use its
planning groups to provide timely information of future cycle plan changes that impact our members and the facilities where they work.
advance notice of disruptive change but will proactively seek out oppor-tunities to add new products to the
New 9-step program to be implemented Jan. 4, 2016
No DisciplineNo DisciplineNo DisciplineNo Discipline
R&W + 1 WeekR&W + 2 WeeksR&W + 1 Month
Those employees working nine months without a chargeable absence will repeat the previous penalty.
The measurement period for employees who have accumulated less than four absences will now be reduced
that employee works nine months without a chargeable
penalty will be repeated.
other scheduled work day.
minutes prior to the start of the shift to avoid discipline.
chargeable absences will have chargeable absences reduced
minute increments.
such as the ability to electronically review how much they have been paid
address other pay-related matters.
severe weather procedures will be developed and disseminated annually to each plant. This proactive approach will help to reduce after-the-fact disagreements.
contractual rights as assembly plant members: The company can no longer mandate members to return to work during lunch without their consent.
Members not enrolled in direct deposit will have their net pay loaded onto a money network card. Members will still be provided the opportunity to enroll in direct deposit through standard procedures.
A single point lesson will now be
update passwords.
There are thousands of employee discounts available to our members. A
developed to inform members about current employee retail discounts.
Twelve-Hour Shifts are all eligible
Current holiday hour conversion language will apply if the employee so chooses.
Negotiators stressed the importance of accuracy in all hourly pay matters and the need to have an effective time-keeping system to ensure employees are properly paid for all time worked. Both parties expressed the need to minimize pay
keeping procedures. A new time-keeping system will be implemented to decrease shortages and address other concerns regarding accurate and timely pay:
10, 2017
Dec. 25, 2017Dec. 26, 2017Dec. 27, 2017Dec. 28, 2017Dec. 29, 2017Jan. 1, 2018Jan. 15, 2018Mar. 30, 2018April 2, 2018
Sept. 3, 2018
}12, 2018
Dec. 24, 2018Dec. 25, 2018Dec. 26, 2018Dec. 27, 2018Dec. 28, 2018Dec. 31, 2018 Jan. 1, 2019Jan. 21, 2019April 19, 2019April 22, 2019
Sept. 2, 2019
}
16, 2015
Dec. 24, 2015Dec. 25, 2015Dec. 28, 2015 Dec. 29, 2015Dec. 30, 2015Dec. 31, 2015Jan. 1, 2016 Jan. 18, 2016Mar. 25, 2016Mar. 28, 2016
Sept. 5, 2016
V
}11, 2016
Dec. 26, 2016Dec. 27, 2016Dec. 28, 2016Dec. 29, 2016Dec. 30, 2016Jan. 2, 2017Jan. 16, 2017April 14, 2017April 17, 2017
Sept. 4, 2017
Christmas HolidayPeriod}
Bernath
Godfrey IIINolen Tiseo
Ausen Coughlin Eaddy
Tolbert
Ricke Eskridge Robinson Jr. Richard Rowe Weems Wright
Zimmerla
Drudi
Kelly Mitchell
Ganatra
Di IacovoBerry
Poet
Williams Settles
Tyler Beydoun Gomez Payne Mason Caygill Torres
Browning
F. Keatts
B. Keatts
Dennis Williams is the president of International Jimmy Settles is vice president and director of the UAW National Ford Department; Chuck Browning is the
executive administrative assistant to Williams; Greg Drudi is the executive administrative assistant to Settles; Garry Bernath is administrative assistant to Williams; Niraj Ganatra is general counsel for the UAW; Darryl Nolen, Bob Tiseo and Don Carlos Godfrey III are administrative assistants to Settles; Frank Keatts is the executive administrative assistant to Secretary-Treasurer Gary Casteel; Jennifer Kelly Susanne Mitchell is director of the UAW Social Security Department; Tracey Ausen, Dave Berry, Sean Coughlin, Rocky Di Iacovo, Bill Eaddy, Greg Poet, Kevin Tolbert
and Steve Zimmerla are assistant directors of the UAW National Ford Department; Brandon Keatts is a coordinator in the UAW National Ford Department; Bernie Ricke,
UAW Ford National Negotiating Committee; Scott Eskridge,is co-chairman of the committee; Anderson Robinson Jr.,committee; Tony Richard, Tim Rowe,
Fred Weems,Jeff Wright, UAW Greg Tyler,
Mike Beydoun,T.J. Gomez, Mark Payne,
Dave Mason, Jim Caygill, Romeo
Torres,